Leave, FMLA and ADA reasonable accommodation counseling
Business success depends on a steady, reliable workforce capable of performing essential job duties. Employee injuries and illnesses are unavoidable. But by successfully managing employee leaves of absence and addressing reasonable accommodation obligations for disabled employees, leaders can maintain a productive workforce and enjoy a distinct competitive advantage.
We take the time to understand each client's business so we can help them develop leave and reasonable accommodation solutions that not only comply with the law, but also meet their organizational needs. We help devise workable integrated leave-of-absence policies and provide practical training and guidance for human resources professionals and supervisors critical to successful Family Medical Leave Act (FMLA) policy administration.
We also assist in the identification of essential business position functions so our clients can evaluate requests for reasonable accommodations under the Americans with Disabilities Act (ADA) and similar state statutes in a prompt and objective manner. Our team partners with clients to navigate the intersection of the FMLA, ADA and state workers’ compensation statutes to ensure compliance with one statute does not inadvertently lead to problems under another. We also help in compliance with the Uniformed Services Employment and Reemployment Rights Act (USERRA).
We provide advice regarding:
- FMLA leave designation and notice requirements
- Medical certifications
- Fitness-for-duty exams and work restrictions
- Intermittent leave administration
- Reasonable accommodations
- Essential job functions identification
- Prevention and correction of leave abuse